Landslide Limousines Performance Management Framework

Gomez-Mejia, L., Balkin, D., & Cardy, R. (2012). Managing Human Resources (7th ed.). Upper Saddle River, N.J.: Prentice Hall.

Human Resource plays a key role in designing the performance management framework. Human Resource role is manifold and each of these roles well played can be highly beneficial to the organization. However, as it is now, the people in the department do not seem up to par. In the article, "Why We Hate HR," written by Keith H. Hammond, the author portrayed a negative stance on the department. He listed four reasons describing what is wrong with the Human Resource people. Based on those four main criticisms, three individual interviews were conducted to see either Hammond’s point of view is agreeable or not. The interviewees also have given their personal experiences and opinions when comparing their

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

Cascio, W.F. (2013). Managing Human Resources: Productivity, Quality of Work Life, Profits (9th ed.) Boston, MA: McGraw-Hill/Irwin

Bernardin, H. & Russell, J. (2013). Human Resource Management: An Experiential Approach. (6th ed.). McGraw-Hill Irwin.

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

Boxall, P and Purcell, J (2011), The Goals of Human Resource Management, Strategy and Human Resource Management, 3rd Edition, Palgrave Macmillan, New York, pp. 1-36.

Week four brings about the request for the development of a performance management framework plan for Landslide Limousine via Atwood and Allen Consulting firm. To develop a plan that will be beneficial to Landslide Limousine we will review specific aspects of the business philosophy and methodologies in terms of relations to performance management. In creating this performance management framework, we will use applicable information provided by Landslide Limousine as well as make some general assumptions. We will take recommendations that ultimately assist the client in developing their own Performance Management Framework to include suggestions of key performance indicators, reporting metrics, and the processes to maintain such resources. We will embrace a methodology that assists them in acknowledging defined business benefits. The methodology is established first on key leadership buy-in, then by developing a structured appraisal method based on growth methodologies. This approach puts the business in control with leading best practice focused around reasonable application, exhibited through usage, and constantly refined by the customer 's encounters.

2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD

As a consultant at Atwood and Allen consulting I was tasked with putting together a Performance Management Framework for recommendation, to our client Bradley Stonefield’s company Landslide Limousines, it’s important for us to examine the characteristics of performance management. I will be optically canvassing the different topics to come up with a performance management plan that the company can utilize to identify areas for amelioration and areas of knowledge. This plan will avail the client in aligning the performance management plan to the organizational business strategy, the completion of a job analysis process to identify the skills needed by the client's employees, and organizing performance philosophies. My plan will avail the client

In designing the appropriate performance management system, it is necessary to first understand all the incorporated details of that organization and apply specific and beneficial boundaries for the company to flourish within. The purpose of this essay is to describe the Performance Management Plan for Stonefiled Limo Service completed by Atwood and Allen Consulting team.

Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2009). Fundamentals of human resource management (3rd ed.). New York, NY: McGraw-Hill.

M. Marchington & A. Wilkinson, 2008, Human Resource Management at Work 4th Edition, London, CIPD

Alexander, M., 2003. A handbook of Human Resource Management Practice. 9th ed. London: Kogan Page

In this changing world, our global business theories and literature have implications toward the future. The future of this growth and success depends largely on the key component which is Human Resource Management. So, we as researchers hope to enlighten and inform you as employers the significance of an effective solution that both understands your employees and is beneficial to your company. That is why we offer our recommendations in the end of this article based on our findings.